People

Seek government endorsement to require all public sector employers to insert a minimum entitlement to cultural and ceremonial leave and leave to participate in the First People’s Assembly of Victoria in all future public sector enterprise agreements.

Subject to consultation with public sector unions and First Peoples employee networks on whether the existing VPS entitlement is reflective of lived experience and cultural expectations of First Nations employees, the entitlements would be based on existing entitlements in the Victorian Public Service Enterprise Agreement 2020 (as amended).

• Increase access to cultural and ceremonial leave for First Peoples public sector employees to support their participation in meetings of community organisations and for ceremonial purposes connected to the death of an immediate or extended family member or other ceremonial obligations provided under lore.
• Providing paid leave to employees elected as members of the First People’s Assembly will support them to fulfill their official functions during their term of office.

Progress

• A draft policy has been prepared and circulated to VPS departments and public sector unions for feedback after consultations occurred throughout the year on possible revisions to the Public Sector Industrial Relations Policies 2015 (Review).
• In next steps, IRV will review feedback before seeking formal government approval.

Barriers and mitigation strategy

• The resolution of the Review has been delayed due the resources of the branch being diverted to lead enterprise bargaining on behalf of government for a new Victorian Public Service Enterprise Agreement (the outcomes of which may impact the Review). Further, there are costs associated with this proposed policy initiative – given the current fiscal environment it will be difficult to progress the broader review to finalisation at the current time.
• To mitigate further delays while IRV complete the broader review, IRV will explore options with government for the issuing of an interim policy position on this topic which could then be subsumed into the final reviewed IR Policies at the conclusion of the broader review.

Next steps in 2024

• Finalise policy guidance materials and seek government approval for the policy.

• Ensure that in setting up the service there are First-Peoples-specific approaches and strategies.
• Ensure that services are delivered in a way that is accessible and culturally safe for the benefit of First Peoples who are gig workers using the service through initial and ongoing cultural awareness training and planned engagements with those agencies providing Aboriginal legal services.

Progress

• All GWSS staff completed Diversity Australia’s Cultural Sensitivity, Unconscious Bias and First Nations Safety Training on 11 April 2023 in preparation for the GWSS launch on 1 May 2023.
• The GWSS continues to monitor calls and review files to assess if any gig workers requiring support identify as First Peoples so that the GWSS can consider the nature of the issues raised and the impacts and referral support provided. An online portal enquiry form contains voluntary options to elect whether the enquiring party identifies as Aboriginal or Torres Strait Islander.
• This information will be used to inform an evaluation strategy that considers the nature and extent to which the GWSS has been of benefit to First Peoples. The evaluation will likely be completed in the 24/25 FY.
• Community Legal Centres who have received grant funding to carry out the GWSS have agreed to ensure all assistance provided to gig workers is delivered in a culturally safe way, as stipulated in the funding agreement.

Barriers and mitigation strategy

• To date, no enquiring party or their representative have identified as Aboriginal or Torres Strait Islander.

Next steps in 2024

• GWSS will continue to:
  • have an open opportunity for First Peoples to self-identify
  • provide tailored referrals to First Peoples services where appropriate
  • capture any barriers to equal opportunities, and
  • maintain staff awareness and cultural safety towards First Peoples.

• SPIR hiring managers will be supported to identify roles and suitable candidates so that by 2024, 2% of total SPIR staff are Aboriginal (in line with the Barring Djinang target for the Victorian Public Service).

Progress

• SPIR diversity profile for the People Matters Survey (PMS) says 0% of SPIR in 2022-23 identify as Aboriginal and/or Torres Strait Islander and 3% selected ‘prefer not to say’.
• SPIR leadership will work with People and Culture on strategies to recruit First Peoples to roles within existing FTE.

Barriers and mitigation strategy

• There is an opportunity to better coordinate action across DPC to improve recruitment outcomes. SPIR will work with People and Culture and FPSR as part of a coordinated DPC program to improve the diversity profile.
• A SPIR-centric recruitment approach may risk attracting candidates away from FPSR and key First Peoples reform priorities. To ensure SPIR’s approach to First Peoples recruitment is sustainable, SPIR will commit to continue working with FPSR on coordinated DPC workforce approaches.

Next steps in 2024

• SPIR will work with FPSR to identify opportunities to promote Aboriginal employment within the group.
• This could include leveraging the following entry-level pathways: the Aboriginal Scholarship Program, the Aboriginal Graduate Recruitment Pathway and the YES traineeship program.

• Aboriginal employees are supported and engaged through the ASN and connected to culturally safe resources and supports.

Progress

• The ASN held one in-person event in 2023 and intend to hold more in 2024.

Barriers and mitigation strategy

• The 42% decrease in Aboriginal staff in the latter months of 2023 has been a significant barrier to Aboriginal employees feeling supported and engaged.
  • FPSR are currently working to increase the capacity of the ASN to advocate on behalf of First Peoples staff. This includes seeking to increase the visibility of the ASN within DPC, including:
  • designing ASN artwork
  • including information about the ASN in the DPC starter pack
  • advocating to FPSR BOM to resource the ASN to support Aboriginal Staff to undertake professional development, and
  • undertake cultural/social and emotional wellbeing activities.

Next steps in 2024

• Continue to support regular meetings of the ASN encouraging new staff participation and events.
• The ASN continues to advocate for FPSR to be pragmatic in encouraging the employment of First Peoples in DPC with the desired outcome to promote cultural safety within FPSR, which will result in a high retention rate and increased number of First Peoples staff.